FCA Employee Handbook - Financial Conduct Authority

You will receive a copy of the first written warning, which will also be placed on your personalfile. The warning will be disregarded for this Procedure’s purposes and removed from your fileafter six months, providing you achieve and sustain a satisfactory level of performance. Inexceptional cases, the warning period may be longer than six months. While this warning is inplace, you are required to disclose the matter as part of the internal recruitment process,should you decide to apply for an advertised role.You will have the right of appeal against any decision that is made.Second performance review meeting – You will be invited to a second performance reviewmeeting if your line manager considers your level of performance to have shown insufficientimprovement by the end of the first formal review period, or the level of your performance isconsidered to have significantly serious consequences.You will be told why the meeting is necessary and will be entitled to state your case. Your linemanager will chair the meeting and will make the decision regarding further action.If appropriate, you will be given a final written warning that explains the nature of theshortfall in performance, the improvement required (including the timescales) and details ofany training, development or other support that will be made available to help you achieve therequired standard of performance. The final written warning will also explain that failure tomake satisfactory progress within the specified review period may lead to further action beingtaken in line with this Performance Management Procedure, including your possible dismissalfrom the FCA.You will receive a copy of the final written warning, which will also be placed on your personalfile. The warning will be disregarded for this Procedure’s purposes and removed from your fileafter 12 months, providing you achieve and sustain a satisfactory level of performance. Inexceptional cases, the warning period may be longer than 12 months. While this warning is inplace, you are required to disclose the matter as part of the internal recruitment process,should you decide to apply for an advertised role.You will have the right of appeal against any decision that is made.Third performance review / dismissal meeting - You will be invited to a third performancereview / dismissal meeting if your line manager considers that your level of performance hasfailed to reach the required standards, or your level of performance is considered irredeemablewithin a reasonable period, or your level of underperformance has a serious impact on theFCA.The meeting will follow the process for a dismissal meeting as outlined in the DismissalProcedure. You will be told why the meeting is necessary and will be entitled to state yourcase, having been presented with the evidence to support the issue of poor performance. Thedecision to dismiss will be taken by your Director/ Head of Department as appropriate andfollowing a review of the evidence. A member of the HR division will be present at the hearing.You will have the right of appeal against any decision that is made (See appeals sectionbelow):FCA Employee Handbook 2013 174